March 2012 Color

8/2/2019 March 2012 Color

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PEA Leadership 2011-2012

President

Chris CoanWillow Cove Elementary/ PEA Office

Elementary Vice President

Sharie ChmuraParkside Elementary

Secondary Vice President

Arthur PruynPittsburg High

Secretary

Tammy CarrHighlands Elementary

Treasurer

Gale HigginsStoneman Elementary

Committee Chairs

Grievance Committee

Richard Higgins Pittsburg High

Jim Vaughan - Riverside

Negotiations Team

Dawn Cova - Chair

Political Action CommitteeIris Contreras - Chair

Elections ChairCindy Joy

Human Rights Committee

Tasharie Ameral Chair

Womens Issues Committee

Allison Azevedo - Chair

Community Outreach ChairVacant

CTA State Council Representatives

Iris Contreras PEA

Denise James, Sara Savacool, Robert Strickler - AEAAlternate

Pandora Bethea - AEA

CTA Director District C

Vacant

NEA Director for California, District 3

Greg Bonaccorsi

Technical Editor

Susan Harrison PEA Site Secretary

Focus on Educators

is a publication of the

Pittsburg Education Association CTA/NEA159 East 4th Street

Pittsburg, CA 94565Phone: (925) 432-0199

fax: (925) 432-4854

E-MAIL:[email protected]

WEBSITE: www.peateachers.org

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Rep. Council Meeting CalendarSeptember 21

October 19

November 16

December 14

January 18

February 15

March 21

April 18

May 16June 7

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School Board Meeting CalendarAugust 10 & 24

September 14 &28

October 12 & 26

November 16

December 14

January 11

February 22

March 14 & 28April 25

May 9 & 23

June 6 & 20

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Are you Getting your PEAInformation???

Having the site reps attend their monthly meeting and

then reporting back to you is vital in thecommunication chain of our Association.

Roll call at last February 15h

Rep Council Meeting:Adult Ed. present Stoneman present

Foothill present Willow Cove present

Heights present MLK/CC present

Highlands present Hillview - absent

Los Medanos present Rancho Medanos presentMarina Vista present PHS - presentParkside present Riverside present

TOSA present

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Willow Cove Teachers Distributing Parent Flyers toSupport Our Cause.

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PEA O-TEAM

Pittsburg Teachers Demand Better Pay announced theheadline in the Contra Costa Timeson February 2, the dayafter PEAs first rally in support of our Bargaining Team. 118teachers attended the rally in front of the district offices, allwearing yellow Pittsburg Teachers Care T-Shirts andcarrying signs demanding Respect, Recognition, Fair Pay,and Benefits. For 30 minutes they gathered in solidarity,sending a message, loud and clear, that we mean businessabout getting a fair contract.

On February 22, teachers returned to the District Offices, thistime as speakers before the Board. 13 teachers spokeeloquently and passionately about issues such as salary,benefits, staff meetings, and elementary lunch time. Behindthem, 50 yellow-shirted PEA members waved signs andcheered on the speakers.

The success of these two events is due to the commitment ofour O-Team members, who get the word out and inspirepeople to act, and to the PEA membership that hasresponded so powerfully to our calls to action.

We are making a strong statement to the Board and to theDistrict, and as a result, our Bargaining Team has securedagreement on many points of negotiation. We have muchmore to do, though, so keep informed by reading theO-Team Reports, the Bargaining Flashpoints, and the Focuson Educators. We look forward to seeing you at upcomingO-Team Events as we come together to make things better.

Submitted by,Shelly Bascom, O-Team Chair 3

Certificated Roundtable

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April 26, 2012

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U.S. Dept. of Education Publications

PEA has copies of the following U.S. Department ofEducation publications. If you are interested in having acopy, e-mail your request to [email protected]. State yourdesired publication and school site and they will be ponied toyou.

ED004583P Exec. Summary, Developing EarlyLiteracy: Report of the National EarlyLiteracy Panel

ED002624P What Content Area Teachers ShouldKnow About Adolescent Literacy

ED001980H What is Scientifically Based Research: AGuide for Teachers

ED005150P Transforming American Education


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Attention Education Specialists whoTeach Students with Autism!

PEA and PUSD have a Memorandum of Understanding forobtaining the Added Authorization in Special Education(AASE) for teaching students with Autism SpectrumDisorders. The MOU was e-mailed to all Education

Specialists in November by the Assistant Superintendent ofHuman Resources. We want to remind you to takeadvantage of this opportunity as it only applies for 2 years.Here is a summary of the agreement:-Unit Members who are employed by the District for the2011-2012 school year and who are required to obtain the

AASE for Autism are eligible for reimbursement-Unit Members have until January, 2014 to complete thenecessary requirements and until December, 2014 to submitreceipts for reimbursement-The Madera County Office of Education offers TeachingExcellence for Autism On-line Classes

-The cost of the program depends on the amount ofexperience you have teaching students with Autism-Equivalencies Credential and at least one year teachingexperience (9 modules) $1035.00-Additional equivalencies could bring costs down to as low as$600.00-Unit Members must pay for the program, but shall submitreceipts to PUSD upon completion of the coursework-Within 30 days of submitting receipts, Unit Members shall bereimbursed by the District for the fees charged by MaderaCounty Office of Education for enrollment, registration, andcoursework

-Unit Members who choose to complete a different programthough an accredited institution are also eligible forreimbursement up to $1035.00-The Madera County Office of Education offers differentcohorts throughout the year; For more information go tohttp://www.maderacoe.k12.ca.us or Contact Yvette Cisnerosat 5596624665

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PEA Executive BoardJob Descriptions

Treasurers Job DescriptionThe Treasurer is in charge of all areas connected to PEAsfinances. This position is responsible for developing andmaintaining short and long-term fiscal planning andaccountability.

The Treasurer has the following responsibilities:

Exercise general supervision over the receipt anddisbursement of all funds of PEA.

Exert official custody of all funds and property of PEA. 5

Prepare and distribute the annual budget, monthly financiareports, and annual financial report and tax returns.

Perform such other duties as may properly appertain to PEand as may be provided elsewhere in the by-laws or standrules.

The Treasurer performs the following tasks:

Ensure the timely payments of all monthly payments andbills.

Perform banking actions.

Prepare financial statements and forecasting reports.

Work in partnership with the Executive Board to sustainoverall goals and objectives.

Annually:

Prepare annual financial report according to PERB guidelinesSubmit financial information to CPA for tax returnsProvide CPA with 1099 informationPrepare and submit for approval upcoming years financial

budget.Prepare and distribute Representative Council stipends

Semi-Annually

Prepare and distribute Executive Board StipendsPrepare and submit PAC filings

Monthly

Pay billsBalance checking accountPrepare and submit updated financial report to Executive Boar

and Representative Council

Note: please refer to CTA Accounting & Reporting Handbook Treasurers for training and detailed information on Treasurerduties and responsibilities.

Vice President, Secondary Job Descript ionThe most important duty of the Vice President, Secondary,

shall be to carry the message of the President to the JuniorHigh, High School and Continuation High School members inorder to activate the members to participate positively in theassociation.

To do this, it shall be considered necessary for the VicePresident, Secondary, to perform the following tasks:

1) Actively attend all Executive Board meetings2) Actively attend all Representative Council

meetings


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3) Perform the duties of chairman at any

Executive Board or Representative Councilmeetings that the President is unable toattend

4) Actively attend meetings of the School Boardwhen requested by the President

5) Interact with the Representatives of thesecondary schools to assist them inconducting Ten Minute meetings at their siteswith all their members

6) Personally notify the Representatives of thesecondary schools of upcoming meetingsand confirm their attendance andparticipation

7) Recruit members to participate in theactivities of the union at the secondary sitessuch as Representatives, Executive Boardmembers, Bargaining Team members,Organizing Team members and othercommittees established by the association

8) Support and advise the President on unionmatters

9) Promote support for the Bargaining Teamamong the members

10) Be aware of the status of grievances at thesecondary sites and support the successfulresolution of same

11) Support the Representatives in carrying outtheir duties at the secondary sites as itrelates to assisting members who have beenaccused of violations by the administrationand reporting violations of the contract by the

administration12) Support the Representative's efforts to foster

a positive attitude about the union andparticipation in the functions of the union atthe secondary sites

13) Represent the union in a professionalmanner at all times

14) Maintain the cell phone number, personal e-mail address and other contact informationfor all Representatives at each secondarysite

15) Establish a communications tree between the

President and the secondary sites (whichincludes the VP)

16) Be a resource for all members of information,position/policy of the association and eventschedules

17) Create and deliver to P.E.A. for distribution toall sites the Principal Evaluation Form

18) Consolidate the information from thePrincipal Evaluation Form in an easily

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accessible format for both the membersand for dissemination to the School Board

and District Office19) Create and distribute to all members at

Pittsburg High School a survey on theprogress the principal of Pittsburg HighSchool has made to become an effectiveadministrator of educators. This duty shallbe terminated if and when the principal hasmaintained an effective rating for two yearsrunning or a new principal is appointed.

20) Consolidate the information from the PHSPrincipal Survey and present the findings tothe Executive Board.

21) To perform all other appropriate duties asassigned by the President

22) In the Fall and Winter, check all secondarysites to make sure class size maximums arefollowed.

Vice President, Elementary Job DescriptionThe most important duty of the Vice President, Elementary,shall be to carry the message of the President to allElementary School members in order to activate themembers to participate positively in the association.

To do this, it shall be considered necessary for the VicePresident, Elementary, to perform the following tasks:

1) Actively attend all Executive Board meetings2) Actively attend all Representative Council

meetings3) Perform the duties of chairman at any

Executive Board or Representative Councilmeetings that the President is unable toattend

4) Actively attend meetings of the School Boardwhen requested by the President

5) Coordinate and assist the Representatives ofthe elementary schools to assist them inconducting Ten Minute meetings at their siteswith all their members

6) Personally notify the Representatives of the

elementary schools of upcoming meetingsand confirm their attendance andparticipation

7) Recruit members to participate in theactivities of the union at the elementary sitessuch as Representatives, Executive Boardmembers, Bargaining Team members,Organizing Team members and othercommittees established by the association


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8) Support and advise the President on union

matters9) Promote support for the Bargaining Team

among the members10) Be aware of the status of grievances at the

elementary sites and support the successfulresolution of same

11) Support the Representatives in carrying outtheir duties at the elementary sites as itrelates to assisting members who have beenaccused of violations by the administrationand reporting violations of the contract by theadministration

12) Support the Representative's efforts to fostera positive attitude about the union andparticipation in the functions of the union atthe elementary sites

13) Represent the union in a professionalmanner at all times

14) Maintain the cell phone number, personal e-

mail address and other contact informationfor all Representatives at each elementarysite

15) Establish a communications tree between thePresident and the elementary sites (whichincludes the VP)

16) Be a resource for all members of information,position/policy of the association and eventschedules

17) To perform all other appropriate duties asassigned by the President

18) In the Fall, check all elementary sites class

sizes to make sure they are following classsize maximums

19) Chair over Community Outreach events.Prepare flyers, make appointments, scheduleevents, etc.

20) Sign checks for Treasurer21) Preside over Budget Elections and

Catastrophic Leave Bank Committees22) Plan and Organize Community Outreach

Events: Farmers Market Table; Sock Drive;Read Across Pittsburg; and Pittsburg Health& Safety Fair

Secretary Job DescriptionDuties include the following:

1. Keep a careful and accurate record of the

proceedings of each meeting, regular or special, of

the Association, Representative Council, and the

Executive Board;

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2. Be responsible for the distribution of minutes, notice

of meetings, and agendas for all meetings to

members of the Representative Council and

Executive Board; and to the membership when

appropriate;

3. Keep an accurate roster of the membership of the

PEA Association and of all committees and thisinformation to the office secretary;

4. Carry on the correspondence pertaining to the

affairs of the Association as directed by the

President;

5. Keep the PEA Office calendar up-to-date with

events and meetings related to PEA.

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The Collective Bargaining Process

Public Comment Sunshine

1. Initial Proposal Union2. Initial Proposal District3. Revision, Adoption Districts Initial

Proposal

4. Negotiations5. Impasse: Mediated Negotiations

6. Fact Finding7. Negotiations (Mediator may participate)8. District Imposition/New Status Quo or-

Nothing Happens/Status Quo Work

Stoppage

--- Or ---

Sunshine Fiscal Effects

1. Revision, Adoption Districts InitialProposal

2. Negotiations

3. Impasse: Mediated Negotiations4. Fact Finding5. Negotiations (Mediator may participate)6. Tentative Agreement7. Agreement Contract Signed


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Results of the Survey on Mr.Whitmires Improvement

Issue 1 2 3 4 5Respect for your time 7 4 9 2 5Respect for your contract 6 4 7 6 5Respect for you 8 5 7 0 8

Scores: 1 = Showed significant improvement2 = Showed some improvement3 = Showed no improvement4 = Has gotten worse5 = Has gotten significantly worse

Comments:

(All comments made are included, and all are as they werepresented, with one exception, which was edited for

excessive length without changing the basic meaning).

Listens but I feel our teaching staff is not supported, dontfeel as if our opinion matters.

He keeps adding tasks even though he knows we alreadyhave to work way beyond our contracted day to meet ourcurrent responsibilities. Still answers the phone duringmeetings, still makes decisions after listening for less than a minute.

He has my full faith, trust and respect. We still need

enforcement on the electronics and late sweeps.

Mr. Whitmire is more concerned with being a politician ratherthan being an instructional leader who supports the massivededication and effort of teachers, who get scapegoated forhis lack of competence in setting high standardsacademically at PHS.

There is little respect, if any respect, for teacher input @PHS. Mr. Whitmire frequently says one thing in a privatemeeting then throws you under the bus at a later time. Hehas shown distain for teachers union frequently in my

dealings with him.

Mr. Whitmire demonstrates the highest level of performanceas outstanding administrator and manager with excellentpeople skills, etc. He has a very firm but gentle and down-to-earth disposition of his duties; always responsible andaccountable for teachers, the school, and students.

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The staff development we did a few years ago onprofessional learning communities has become a micro-managed dictatorship. The policy is to blame the teachers,period.

Mr. Whitmire is an impediment to any positive change. He isa sociopathic meddler. He lies so easily and naturally that hecan never be trusted. He has no respect for teachers asprofessionals. Any apparent positive qualities are superficial,like a game-show host. He is patronizing and insincere.Why is this bum still here?

Mr. Whitmire is very respectful & easy to talk to. I enjoyworking with him.

In one meeting with him, Mr. Whitmire must have asked metwenty or thirty very directed and pointed questions. When Iwas trying to answer those questions, he kept interruptingme to either state that what I was saying was untrue or to askanother question. He was obviously not interested in hearing

what I had to say or to hear the truth of the matter. All hehad to go on was second hand information, while I wasprimarily involved in the incident. His method of getting staffinput is to ask only those teachers who have already shownsupport for his position, then relates that he has the supportof the staff, implying all of the staff.

Better is still far from good! He still intimidates people withhis tone and choice of words, as well as claiming hes told hehas to do it when that is clearly not true.

From my misfortune of drawing Mr. Whitmires attention

because of some complaints from parents, I can personallyattest to the following:- When a parent bypasses the teacher and complains directlyto him, expect Mr. Whitmire to shoot first and ask questionslater when he invites a teacher to his office. He hasprejudged the teacher already and even before the meeting,he has already made up a set of directives (mostlyunreasonable) for the teacher to follow.- During meetings, his style is very predictable. He will firstpraise the teacher to high heavens and then reversedirection by magnifying all the faults that he could think of,showing his lack of respect for the teacher.

Todd has been nothing but impressive with hisprofessionalism, respect, and intelligent insight since Istarted at this school! Thanks!

It is disappointing that Mr. Whitmire doesnt know how orwant to respect teachers. Mr. Whitmire is the best politician Iever met, but knows very little how to respect his staff. Ibelieve nothing he says because of his unethicalmanagement style.


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Having the sex education class in my room during my prephindered my preparation. How can I call a parent when Idont have the students privacy protected? I feel he caresmore about his budget than what is right. I DO NOT TRUSTHIM!

I have spoken to Mr. Whitmire about how he addresses mewith a lack of respect & as if I am a student/child. He refusesprofessional development for our department, and treatstenured teachers unprofessionally. He does not supportNational Boards Certification for Teachers. No coaches forthe math department. No seasoned coaches for the Englishdepartment. He blames teachers for low test scores.

I was not here last year. Mr. Whitmire makes every attemptto focus on the meeting @ hand. Mr. Whitmire makes everyattempt to respect the contracted day. Mr. Whitmire respectsmy judgment, has given me praise, has been polite in hisdealings with me & listens to what I have to say.

I am a new teacher; so far all my dealings have beenpleasant and helpful.

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Notes on Mr. Whitmires Survey

In general, Mr. Whitmire has shown a little improvement overthe last six months, however, it is clear from the commentsthat he is still polarizing the staff significantly. Studies haveshown that a school performs better when the principalbrings the staff together and worse when the principal

polarizes the staff. This might explain the drop in API scoresthis year for PHS. The first few years of his being in charge,he was still feeling his way and had not overly polarized thestaff. Over the years the polarization effect has grownstronger, resulting in the lower API scores. It is hard toimagine the teaching staff would want to have lower APIscores, and so they are focusing on improving them.However, in the environment of PHS, the energy that couldbe applied to improving scores is often sidetracked by Mr.Whitmire's "divide and conquer" methods. Hardly a weekgoes by where he doesn't single out groups of teachers in anegative light in his school-wide communications.

Submitted by,

Arthur Pruyn, PEA Vice President Secondary

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NEWS

Teac hers Guide to

School Safety Corner

TEACHERS RIGHTS & RESPONSIBILITIES

Suspension by Teacher (Ed Code 48910)A teacher may suspend a pupil from his/her class or classperiod, for any act specified in Ed. Code 48900, for the dayof the suspension and the day following. The suspensionmust be immediately reported to the principal and the studentsent to the principal for further action. The teacher must alsorequest a parent/teacher conference as soon as possible.The pupil shall not be returned to the class from which thepupil was suspended without the concurrence of the teacherand principal.

Notification of Law Enforcement (Ed Code 44014)Whenever any school employee is attacked, assaulted, orphysically threatened by a pupil, it is the duty of theemployee and the supervisor who has knowledge of theincident to promptly report the matter to law enforcementauthorities. Failure to make such a report is an infractionpunishable by a fine. Any school employee who attempts toimpede the making of a required report is guilty of aninfraction punishable by a fine. No board member or schooldistrict employee may impose any sanctions against aperson for making thisreport.

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Unions 2.0 A Look at Unions

and the Educat ion Profession

IntroductionThe United States has the bloodiest history of labor of anyindustrialized nation on Earth. It is a story rich in humandrama and tragedy. It is also one of progress and hope.

The First World War: 1914-1920

The mobilization for war brought thousands of women andminorities into industrial plants to replace the men who wentoff to war.

1914 Clayton Act passed which limits the use of

injunctions in labor disputes. Ludlow Massacre in Colorado. Wives and children

of striking miners are set aflame when NationalGuardsmen attack their tent colony during a strikeagainst the Color do Fuel and Iron Company.


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President appoints the Colorado Coal Commission

to investigate the Ludlow Massacre and laborconditions in the mines following an unsuccessfulstrike by the United Mine Workers.

1916 8 hour day for railroad workers is created with the

passage of the Adamson Act. This averts anationwide strike.

A Federal child labor law is enacted but is laterdeclared unconstitutional.

1919 Boston Police Strike the first strike by public

safety workers in US history. United Mine Workers struck and earn 27% wage

increase during arbitration with a presidentialcommission. They were denied the 6 hour day and5 day week.

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Know Your Rights

POSSIBLE REASONS FOR FILING A

COMPLAINT(Note: These are examples, not the only possible

reasons).

INSUFFICIENT TEXTBOOKS/INSTRUCTIONAL

MATERIALS

You dont have a book to use in class, or you haveto share a book.

You dont have a book to use at home. Your book is in poor condition, missing pages, or so

damaged that you cant read it.

EMERGENCY OR URGENT FACILITIES CONDITIONSTHAT POSE A THREAT TO HEALTH AND SAFETY

The heating, ventilation, fire sprinkler, or air-

conditioning system is broken. The school is infested with pests or vermin (for

example, rats). School windows are broken or exterior doors or

gates will not lock and pose a security risk. A building is damaged, creating a hazardous or

uninhabitable condition.

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TEACHER VACANCIES OR MISASSIGNMENTS

Your class is not assigned a permanent teacherwithin the first 20 working days of the semester (forexample, you have a series of substitute teachers).

A teacher is assigned to teach a class for which theteacher lacks subject matter competency.

A teacher who lacks proper credentials or training toteach English learners is assigned to teach a classin which more than 20% of the students are Englishlearners.

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INJURY & ILLNESS

PREVENTION PROGRAM

MISSION

It is the policy of Pittsburg Unified School District (the District)to protect the health and safety of employees, students,

guests, and the environment. This goal can be met throughthe development of a comprehensive and effectiveenvironmental health and safety plan known as the Injuryand Illness Prevention Program (IIPP) that endeavors toeliminate unsafe conditions and minimize the impact ofhazardous situations. Such a program can benefit theDistrict and community by reducing illness and injury tostudents and personnel, preventing property damage, andpreserving the environment. The District will make everyreasonable effort to promote, create, and maintain a safe andhealthful environment. This can only be realized byadherence to basic safety principles, sound management

practices, and compliance with applicable federal, state, andlocal codes, laws, and standards.

ASSESSMENT

Periodic inspections to identify and evaluate workplacehazards shall be performed by a competent observer in thefollowing areas of our workplace:

Periodic inspections are performed according to the followingschedule:

1. When we initially established our IPP.

2. When new substances, processes, procedures or

equipment which present potential new hazards areintroduced into our workplace.

3. When new, previously unidentified hazards arerecognized.

4. When occupational injuries and illnesses occur.

5. Whenever workplace conditions warrant aninspection.

6. Whenever a hazard has been reported.


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ACCIDENT/EXPOSURE INVESTIGATION

Procedures for investigating workplace accidents andhazardous substance exposures include:

1. All reports must be clear, complete and contain onlyfactual statements from witness(es) or victim(s).

2. Interviewing injured employees and witnesses.

3. Examining the workplace for factors associated withthe accident/exposure.

4. Determining the cause of the accident/exposure.

5. Taking corrective action to prevent theaccident/exposure from reoccurring.

6. Recording the findings and actions taken.

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Q: What Can We Tell Parents Who

Object to Californias New Law onGay History in Textbooks?

First, find out what theyre objecting to andwhether they know what the law actuallystipulates. Many people mistakenly think itsabout sex education or that it indoctrinates kids.Then reassure them that its part of an approachthat recognizes that many different types ofpeople participated in our history. The new lawsimply recognizes the contributions of those whohave been traditionally over-looked LGBTindividuals, people with disabilities, people ofcolor, etc.

At my high school, black students fromdifferent cultures (Cape Verdeans, Haitiansand African Americans) discriminate againsteach other and emphasize their differencesrather than their similarities. How can this becountered?

You might see the students as black, but theyclearly hold some very different views. Like allpeople, theyre jockeying for position socially and

see the distinctions more than the similarities. Asa school community, learn as much as you canabout each group to better understand how they

perceive each other. Instead of demanding thatthe students just get along, ask how your schoolpolicies and culture encourage or discourage

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intergroup relationships. Finally, try to createopportunities for the various groups to learn abouteach others experiences. You can alsoencourage solidarity by helping them see whatthey have in common they are all part of theAfrican diaspora.

How can I teach anti-bullying to those who

have a different definition of bullying? Idlike a concise definition at hand to challengethose who might say theyre just motivatingpeople.

Experts (and most state anti-bullying laws) agreethat bullying is aggressive behavior involvingunwanted attention, negative words or actions, isrepeated over time and features an imbalance ofpower. But dont count on a concise definitiondeterring your motivator. Your schools anti-bullying policy should include an agreed-upondefinition that cant be challenged. It sounds like

the bullying youre concerned about is comingfrom an adult.

Should body shape or size be included withinthe protections of cultural sensitivity?

Yes, all people should be treated with respect,regardless of their physical appearance.

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THE HI GHEST

RESULT OF EDUCATI ON

I S TOLERANCE

-HELEN KELLER


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PEA CalendarMARCH 20 12

7 PEA Executive Board PEA Office 159 East 4th

St. 3:45 PM

11 Daylight Saving Time Begins

14 PUSD School Board Meeting 2000 Railroad Ave. 7:00 PM

16 PEA Leadership Retreat - PEA Office 159 East 4th

St. 4:00 PM

17 St. Patricks Day

20 Spring Begins

21 PEA Rep Council PEA Office 159 East 4th St. 3:45 PM28 PUSD School Board Meeting 2000 Railroad Ave. 7:00 PM

APRIL 2012

4 PEA Executive Board PEA Office 159 East 4th

St. 3:45 PM

6 Good Friday/Passover

6-15 Spring Break

8 Easter

16 PHS Bullying Workshop

18 PEA Rep Council PEA Office 159 East 4th

St. 3:45 PM

25 PUSD School Board Meeting 2000 Railroad Ave. 7:00 PM

Next Deadline for Articles is April 2, 2012

STAY INFORMED @

Peateachers.org

WWW.CTA.ORG & WWW.NEA.ORG

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March 2012 Color

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